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Essay Available:
Pages:
6 pages/≈1650 words
Sources:
7 Sources
Level:
MLA
Topic:
Business & Marketing
Type:
Term Paper
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 34.99
Topic:

BA 18 Assignment Paper: Business Practices and Policies (Term Paper Sample)

Instructions:

COVER SHEET: EVERYTHING THAT YOU SUBMIT MUST HAVE A COVER SHEET! Cover sheets must have your full name, course name, (BA 18 – ONLINE – FALL 2015), Case Name or Name of paper. Points will be taken off for papers without a cover sheet! 
MLA FORMAT ONLY, (UNLESS OTHERWISE INSTRUCTED): Your papers are research in nature and scope. You will be expected to write a paper worthy of a college level status. On Blackboard, please familiarize yourself with the format. There are also several examples of student papers done in MLA style. Please review them as well.
SPECIFICS: 1.5 Spaced; Normal indentions as produced by Microsoft Word; Arial, Trebuchet MS or Times New Roman, 12 pt. font. 
NEATLY ORGANIZED: Papers should address all questions asked. Do not use a Q & A format, strictly a paper format. 
CONTENT: The content of the Paper must answer ALL the questions thoroughly. Every question is important and every question needs to be addressed within the paper. Single answers such as “Yes” or “No” are not considered adequate for college level material. Please note, this is not a creative writing class and you need to cite and reference all your work. Without it, your paper will receive a failing grade. Please review examples of MLA papers via the Links provided to you through Blackboard. 
SPELLING, GRAMMAR AND SENTENCE STRUCTURE: As this is a college level course, you are EXPECTED to write at that level of education. Papers that are not proofed prior to submission will suffer grade wise if this is not followed. 
WORKS CITED PAGE: In law, you cannot simply make a statement without backing it up with either a source that you’re directly stating or a statistic of fact. If you make a blanket statement without reference to either how you came to that conclusion or any evidence to support your conclusion, than you will be marked down. Because this is a law class, this is critical! Opinions are better left on the shelf without supporting evidence to back it up!
ON-TIME: Papers will not be accepted after the submissions link has closed. 
THE COMPLETE PAPER WILL BE GRADED ON THE FOLLOWING CRITERIA:
SUBMITTED VIA BLACKBOARD – MS WORD (ONLY)
A CHANGE IN THIS REQUIREMENT MUST BE APPROVED BY THE INSTRUCTOR
REFERENCED-FOOT NOTED – MLA STYLE
MLA FORMAT – I.E., REPORT FORMAT
NEATNESS (SEE ABOVE)
COVERSHEET (SEE ABOVE)
CONTENT AND THOROUGHNESS (SEE ABOVE)
GRAMMAR, SPELLING AND PUNCTUATION(SEE ABOVE)
COMPLETE ANSWERS
WORKS CITED PAGE
Please note: If you do not submit your Paper as instructed above, points will be deducted for every infraction. Consistent Grammar and spelling errors will cause more points to be deducted. It is possible to submit your Paper and not receive any points due to point deductions, so please, be forewarned that you must check your work and follow the above directions. 
WARNING: PLEASE NOTE – PAPERS WILL NOT BE ACCEPTED AFTER THE DUE DATE. 
PLEASE DO NOT ASK FOR AN EXCEPTION

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Business practices and policies
In the case provided, an unemployed female veteran aged 21 years is denied job at Macy’s mall in Fresno, California by Macy’s manager due to the fact that she served in the Army. The incident occurred on March 30th, 2014. The applicant, Army Specialist Kayla Danielle Reyes, had been deployed in Afghanistan and returned recently. The issue being presented in this case is hiring discrimination because the applicant had performed or served in the uniformed services.
What the hiring manager at Macy’s did amounts to hiring discrimination. Some traits of the job applicants are not relevant in determining the candidate’s qualification. It is notable that the hiring manager at Macy’s did not hire Kayla Danielle because of the fact this job candidate had a different mindset as she had been to war. In other words, the hiring manager did not hire this job candidate primarily because she had previously served in the uniformed service rather than because of her qualifications. This is discrimination since Kayla Danielle is not being hired because of a characteristic or criteria other than her qualifications. During the process of hiring employees, discrimination arises whenever the employer or the hiring manager picks or fails to pick to an applicant on the basis of criteria other than the qualifications of the candidate (Gosseries 5). If the manager had failed to hire Kayla Danielle because she did not qualify for the vacant job based on her qualifications rather than based on her previous job as an army officer, then this would not have been discrimination. The Equal Employment Opportunity Commission forbids discrimination basing on age, genetic information, and skin colour, country of origin, disability, religion and gender (Axelson et al. 242). Other protected groups include persons who have served in uniformed services: they are protected under 3838 USC 4311. Macy’s can be rightfully sued by Kayla Danielle who believes that the company’s hiring manager did not hire her because of unfair employment practices.
Chapter 4311 clearly forbids discrimination against people who serve or have previously served in uniformed services and acts of retaliation (Lippert-Rasmussen 55). Macy’s manager broke the law stipulated under 38 U.S Code Chapter 4311 a. This is because the hiring manager did not hire the job candidate basing on the fact that the candidate had previously served in the uniformed services. It is worth mentioning that according to 38 U.S Code Chapter 4311 a), an individual who has performed in uniformed services should never be denied employment, promotion, employment benefits, or retention in employment by any employer based upon that performance of service (United States Department of Labour 2). The term uniformed service as used under 38 U.S Code Chapter 4311 a) basically denotes the Air National Guard, Armed Forces, and Army National Guard when engaged in inactive duty training, National Guard duty, or in active duty for training, in addition to other grouping of people who have been designated by the United States President during period of national emergency or war (Holden and Rosen 1680). Applying the law to the case of Macy’s, the hiring manager of this company is not allowed under 38 U.S Code Chapter 4311 a) to deny the candidate Kayla Danielle – a person who has previously performed in a uniformed service – initial employment on the basis of her performance of service. Therefore, by denying Kayla Danielle initial employment, Macy’s hiring manager actually violated the law. To be compliance with this law, the hiring manager should have hired Kayla Danielle rather than deny her employment (Hollinshead 76).
A structured interview is essentially a formal...
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